Mauritius: Employer-paid parental and menstrual leave expanded

Employer Action Code: Act

Mauritius has significantly expanded employer-funded leave entitlements. Effective January 1, 2027, paid maternity leave will increase from 16 to 26 weeks, with an optional additional 26 weeks available at half pay, bringing total paid maternity leave to up to one year. Paid paternity leave will also increase from four to six weeks. Separately, female workers are now entitled to paid leave in cases of severe menstrual pain.

Key details

Under the amendments to the Workers’ Rights Act, the first 26 weeks of maternity leave will be compulsory and must be paid by the employer at full pay, while a further 26 weeks may be taken at the employee’s choice, at half pay. Leave may start at any time before childbirth, provided that at least 14 weeks of the compulsory leave period are taken after childbirth. The same entitlement will apply in cases of multiple births; currently, maternity leave is extended by two weeks for the birth of two or more children.

Married male workers with at least 12 months of service with the same employer will be entitled to a minimum of six weeks of employer-paid paternity leave (currently, four weeks). Employees with at least 12 months of service who adopt a child under age one will be entitled to maternity and paternity leave on the same basis as biological parents.

In addition, as of August 13, 2026, female workers who are temporarily unable to work due to severe menstruation-related symptoms are entitled to one day of employer-paid menstrual leave per month at full pay, subject to certain conditions.

Employer implications

Implementing regulations and guidance are expected to address certain aspects of the new entitlements that are not addressed in the amended legislation, such as notification requirements for additional maternity leave claims and medical certification of the need for menstrual leave. The reforms are intended, in part, to address Mauritius’ aging population and declining birth rate. According to government statistics, around 21% of the population was age 60 or above in 2025. However, because maternity, paternity and menstrual leave are fully employer-funded, the changes will increase labor costs. Employers should begin budgeting for the increased costs associated with the expanded leave entitlements, review family leave policies, and update HR and payroll systems to ensure compliance with the new provisions.